Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Past
Data related
to past performance
Present
Allows work
plans-goals and
development
opportunities to
be set
Future
Resulting in the achievement
of strategic objectives
Process
Motivation
Effective
performance
management
Learning
organisation
People
management
capability
Measurement
and reward
Role of HR
professionals
Who Evaluates?
Problems with immediate supervisors conducting
performance evaluations
Lacking appropriate information to provide informed
feedback on employee performance
Insufficient observation of employees day-to-day
work to validly assess performance
Lack of knowledge about technical dimensions of
subordinates work
Lack of training or appreciation for evaluation
process
Perceptual errors by supervisors that create bias or
lack of subjectivity in evaluations
What to Evaluate?
Trait measures
Assessment of how employee fits with
organizations culture, not what she actually does
Behavior-based measures
Focus on what employee does correctly, and what
employee should do differently
Analyzes information
Generates and pursues ideas
Develops and shapes strategies
Identifies and solves problems
Applies integrated decision
making
How to Evaluate?
Absolute measurement
Measured strictly by absolute performance
requirements or standards of jobs
Relative assessment
Measured against other employees, and ranked
on distance from next higher to next lower
performing employee
Ranking allows for comparison of employees, but
does not shed light on distribution of performance
Forced Ranking/Distribution
Arguments in favor of forced ranking
Best way to identify highest-performing employees
Data-driven bases for compensation decisions
Forces managers to make and justify tough decisions
Arguments critical of forced ranking
Can be arbitrary, unfair, and expose organization to
lawsuits
Inherent subjectivity
Forced rankings tend to be more effective in organizations
with high-pressure, results-driven culture
Measures of Evaluation
Weighted Checklist
128
Source Jeffry Mello
Other Considerations
Ensure link between performance management, training &
development, and compensation
Assignments and responsibilities
Traditional performance evaluation may need redesign due
to changes in contemporary organizations
Degree of standardization or flexibility of performance
management system
Standardization important to prevent job bias
Flexibility important for differing levels of responsibility
and accountability
Reading 10.1
Financial reward
process
Base
pay
Employee
benefits
Job
evaluation
Pay
structure
Variable
pay
Non financial
Reward process
Recognition, responsibility
achievement, development
growth
Pay
surveys
Total
remuneration
Reward
system
Improved individual
/team performance
Improved organizational
effectiveness